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How R.T.s Can Increase Their Job Market Value – 3/15/2013

How can a radiographer add another credential? More than one specialty makes you more marketable.

In a difficult job market, recruiters and hiring managers say the best way radiologic technologists can set themselves apart from other applicants is to have a second credential. But what is the best way to go about getting one?

Experts say the way to approach the problem is to think ahead – when applying for work and choosing a school. Some planning before you embark on your career path can pay dividends down the road.

Some employers, for instance, like to see candidates have both a CT and MR credential. An R.T. with an MR (primary) credential must take additional course work post-primary for the CT one.

“It does help improve employment opportunities to have multi credentials behind you,” says Kevin Powers, director of education for the American Society of Radiologic Technologists (ASRT).

But Powers admits the process for R.T.s to gain additional education leading to a credential can be “hit and miss.” Some hospitals have extensive education and training programs (in house or tuition reimbursement) while others do not. Some community colleges offer professional development pathways for technologists to continue their education while others are more limited.

“Employers do reap the benefits of helping technologists become multi-credentialed, but it’s not as prevalent as it once was,” says Powers of in-house training. Some hospitals and other organizations don’t have the staff or they are already running lean and can’t devote personnel to run the program.

Community colleges may be suffering from budget cutbacks, lack instructors, or have waiting lists for classes. Or they may only offer the academic portion of what is needed for a credential.

That’s why it is important to research where you can gain your initial experience and whether the employer has a training department or workforce development program. For instance, a teaching hospital may be more likely to have on-the-job training. And a four-year college program usually promises graduates more than one credential.

“Folks that are aggressive in making those inquiries and seeking out those possible options, or letting their employers know what their needs are” will benefit, Powers says. He also advises technologists to be creative and flexible.

Most managers will listen if you tell them “here’s what’s in it for you. If you bring something to the table it makes a manager’s decision easier.” Tell a manager you’re willing to come in after hours to gain clinical experience, for instance, Powers says.

One hospital that has a robust workforce development program for its employees is Brigham and Women’s in Boston. The program – which gives employees grants for courses at an affiliated community college – gives R.T.s “a leg up when opportunities do arise,” says Michael DelVecchio, BS, R.T.(R), FASRT, and technical director for the radiology department there.

He emphasizes that the coursework must be done on the employee’s own time and completion does not “guarantee they get a job right away in that modality.” And he adds that candidates for the scholarships are chosen by a committee that looks at past job performance, attendance, and managers’ recommendations. “It gives them opportunities to expand their careers and knowledge,” he says. He adds: “We try to help them achieve that – our profession needs people who are committed.”

DelVecchio says that the hospital benefits by having knowledgeable, trained employees. “It’s having the succession plan – not having a gap. It’s keeping (good employees) within the hospital.”

Powers agrees that profession needs people who want to expand their careers into leadership positions, which means an educated workforce. In fact, the ARRT is taking a step toward ensuring that by requiring as of Jan. 1, 2015, that all candidates for a primary pathway certification must have earned an academic degree (two- or four-year) degree.

Powers says the baby boomers in the profession are starting to retire and the number of workers in the generation behind them is starting to decline. New professionals from the millennial generation will be needed to replace them. They need a well-rounded resume and broad experience now.

“The message is that they need to be prepared to assume leadership positions at a point far earlier than any other generation of technologists. They need to start thinking about themselves as decision-makers,” he says.

Joyce Routson is a journalist on the HEALTHeCAREERS.com News Beat Team who has written about healthcare, labor and recruiting for a number of publications including the Contra Costa Times, NurseWeek and Staffing Industry Report. A resident of the San Francisco Bay Area, she also works as an editor at Industry Intelligence Inc.